As HR leaders are frequently charged with measuring and increasing employee engagement, experts have strongly debated the precise definition of employee engagement and proper method of measuring employee engagement. There is wide-spread agreement that employee engagement is an employee state of mind, influenced by the employee’s motivation in what they are doing on the job.

Data analytics is changing the HR industry and how companies manage the behaviors of their workforce. HR professionals are continually challenged with collecting workforce data and using it to drive employee and business outcomes, including employee engagement and retention. As the waves of workforce data are not slowing down, it’s critical to understand the basic types of analyses, the value of each and how each can help you understand your workforce.

The initial impression a company makes on potential employees can have an enormous impact on the organization’s bottom line. The Harvard Business Review estimates that 80% of employee turnover is due to poor hiring decisions. Take a second to think back on a handful of coworkers who no longer work with you. How many of them should have never been hired in the first place? Optimizing the recruitment process will help attract and hire the best potential employees available.

Diversity and Inclusion are extremely important at your organization. Here we break down exactly what diversity and inclusion is, how to make your company diverse, and why this is so important not only to your workforce, but also your bottom-line.

Mid-level managers who aspire to grow into roles of greater responsibility often lack the foundational leadership skills that are critical to further their careers. In order to help understand this gap, we asked CEOs of some of the world’s most successful companies what skills mid-level managers need to advance in their careers, and they identified eight skills most foundational to leadership success.

The onboarding process, or the process by which new hires become productive employees, is a crucial step to ensuring new workers become successful long-term employees of your organization. In an employee-in-control marketplace, where first-year turnover accounted for over one-third of all employee turnover last year, effectively onboarding new hires becomes increasingly important to employee retention.

The basic idea of workforce analytics is that we can use math, statistics and computer programming to build models that increase our ability to identify certain types of employees. The goals of using these models may vary across HR functions. For example, we may want to predict a job candidate’s likelihood of performing, find workers who are at risk of leaving or identify top talent for succession planning. Ideally, we also want to unpack these models for further insight into the elements that ...

The Bureau of Labor and Statistics released the July 2017 Jobs Report last week showing a continued growth in jobs and a continued decline in unemployment, further strengthening the employee-in-control marketplace.

A pulse survey is a quick and frequent survey method that is a compliment to an overall employee engagement and retention strategy. A pulse survey is one-to-three questions, and questions are designed to get insight into key conditions of the workplace from the employees’ perspective.

Exit Interviews are widely used tools, intended to provide the reasons why employees leave with insights to help inform changes to prevent further turnover. However, frequently, Exit Interviews are conducted through internal interviews with supervisors that do not deliver true reasons, or through quantitative surveys that provide only a rating.